Sr. HR Business Partner

Vertiv; Westerville (OH); On-site; USD 110,000 - 140,000; Full time

Job summary

Vertiv is seeking a Senior HR Business Partner to align business goals with employees and management in designated units. You will consult with leadership as a strategic partner, drive change, and champion employee engagement to support a high-performing culture.

In this role, you will lead workforce planning, talent acquisition, and total rewards initiatives, while ensuring HR processes and policies evolve with the business.

Qualifications

• Bachelor's degree in HR, business, organizational development, or related field.
• 8+ years of progressive HRBP experience supporting large, complex organizations.
• Experience partnering with senior/executive leadership on workforce initiatives.
• Knowledge of compensation, employee relations, performance management and laws.
• Expertise in organizational design, change management, and workforce planning.
• Attention to detail and data-driven improvement mindset.
• Experience handling employee relations and investigations.
• Global and cultural awareness.
• Expertise in talent acquisition, total rewards, L&D and communication.
• Ability to craft talent strategies for high-volume or hard-to-fill roles.
• Strong HR analytics to inform business decisions.

Responsibilities

• Serve as single point of contact for employees and managers in the unit.
• Partner with leadership to identify HR needs and develop executive strategies.
• Coach leaders to boost engagement and high-performance culture.
• Identify development gaps and drive team development activities.
• Assess needs and adjust structure, processes and rewards to meet goals.
• Act as change agent to drive organizational change.
• Champion employee value proposition and engagement initiatives.
• Collaborate with COEs on planning, talent, rewards, learning and HRIS.
• Conduct weekly meetings with business units.
• Provide HR guidance to line management.
• Analyze HR metrics to develop solutions and policies.
• Investigate complex employee relations issues with objectivity.
• Ensure legal compliance and coordinate with legal when needed.

Skills

HRBP experience

Strategic partner

Organizational design

Change management

Workforce planning

Talent acquisition

Employee relations

Data analytics

Executive leadership

Global awareness

Education

Bachelor's degree in HR/Business

Tools

HRIS

Job description

Job Description

The Sr. HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues and acts as a strategic business partner, change agent, employee champion and HR process/policy expert to support business strategy and objectives.

Responsibilities

• Acts as a single point of the contact for the employees and managers in the business unit
• As a strategic partner to assigned business, identify HR needs required by the business and develop executive HR strategies to support the business strategy
• Acts as thought partner and coach to business leaders to enhance employee engagement and drive a high performing culture
• Identify team development gaps and facilitate team development activities to improve collaboration and team performance
• Assess the organizational needs of the business units and work with the business leaders to change and improve the organizational structure, process, systems, rewards necessary to achieve the desired culture and business objectives
• Acts as change agent in managing organizational changes to ensure achievement of desired business results
• Acts as employee champion in promoting employee value proposition and drive employee engagement and communication to be the employer of choice
• Acts as HR policy and process expert and proactively work with COEs in workforce planning, talent acquisition, total rewards, performance management, learning and development, HRIS to ensure delivery of high impact HR services and programs
• Conducts weekly meetings with respective business units.
• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related discipline
• 8+ years of progressive HR Business Partner experience, with demonstrated success supporting large, complex, and geographically dispersed organizations
• Proven experience partnering with senior and executive leadership on strategic workforce initiatives
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and employment laws
• Expertise in organizational design, change management, and workforce planning within field services, operations, or similarly decentralized business models
• Strong attention to detail. Attentive to detail and accuracy, performs quality work, continuously looks for improvements, owns/acts on problems, and seeks opportunities to increase effectiveness and efficiency.
• Strong track record managing employee relations matters and conducting thorough investigations
• Strong global & cultural Awareness.
• HR Expertise in talent acquisition, total rewards, learning and development, employee relations and communication
• Demonstrated ability to develop and execute talent strategies that address high-volume, technical, or hard-to-fill workforce segments
• Strong analytical capabilities with experience leveraging HR data and metrics to drive business decisions

Additional / Preferred Qualifications

• N/A

Physical & Environmental Requirements

• N/A

Time Travel Needed

• N/A

About Us

The successful candidate will embrace Vertiv’s Core Principles & Behaviors to help execute our Strategic Priorities.

OUR CORE PRINCIPLES:

Safety. Integrity. Respect. Teamwork. Inclusion.

OUR STRATEGIC PRIORITIES

• High-Performance Culture
• Customer Focus
• Operational Excellence
• Innovation
• Financial Strength

VERTIV BEHAVIORS

• Own it
• Act with urgency
• Foster a customer-first mindset
• Think big and execute
• Lead by example
• Drive continuous improvement
• Learn and seek out development
• Promote transparent & open communication

About Vertiv

Vertiv (NYSE: VRT) brings together hardware, software, analytics and ongoing services to enable its customers’ vital applications to run continuously, perform optimally and grow with their business needs. Vertiv solves the most important challenges facing today’s data centers, communication networks, and commercial and industrial facilities with a portfolio of power, cooling and IT infrastructure solutions and services that extend from the cloud to the edge of the network. Headquartered in Westerville, Ohio, USA, Vertiv employs around 34,000 people and does business in more than 130 countries. Visit Vertiv.com to learn more.

Work Authorization

No calls or agencies please. Vertiv will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire.

Equal Opportunity Employer

Vertiv is an Equal Opportunity/Affirmative Action employer. We promote equal opportunities for all with respect to hiring, terms of employment, mobility, training, compensation, and occupational health, without discrimination as to age, race, color, religion, creed, sex, pregnancy status (including childbirth, breastfeeding, or related medical conditions), marital status, sexual orientation, gender identity / expression (including transgender status or sexual stereotypes), genetic information, citizenship status, national origin, protected veteran status, political affiliation, or disability.